Primax International Journal of Commerce and Management Research

Transcription

1 EMPLOYEES ABSENTEEISM IN TAMILNADU STATE TRANSPORT CORPORATION AT PERAMBALUR R.Karthiga 1 Dr.R.Swaminathan 2 Abstract Absenteeism not only indicates the physical presence it starts with the Mental absence of an individual so the firm has to take this as a important issue before initiating any remedial actions through that and along with the participative management. Hence the researcher was attempting to identify the causes for Employees absenteeism i.e., work environment, welfare measures which are the main factors to take absent in their work. The questionnaires were prepared for data collection by way of interview method. By this the researcher has taken effort to identify the reasons which are displayed as findings, suggestions, conclusion which will make the TNSTC corporation to reduce the level of employees absenteeism. Introduction Absenteeism is one of the major threats to Indian industry. Absenteeism causing poor utilization of plant India is facing unemployment problem on one side and the other side abnormal absenteeism in industries if our absenteeism can be reduced. We can improve our gross national product without any investment. Absenteeism not only causes production loss but also causes reduction of gross national income, when the gross income of workmen reduces naturally his buying capacity also reduces if he could not manage the primary and secondary needs of timely and properly. He has to face problems like poor family harmony poor health more mental and physical tiredness which will again lead to absenting from work. Absenteeism as commonly understood refers to the failure of an operative to report to work when work is available to him as used in the study overall absenteeism is made up of three Components: Leave sanctioned by management referred to in this report as authorized absence Absence without any prior information to and permission from management referred to as unauthorized absence. Certified sickness most widely known as ESI leave. This does not include maternity leave absence of workers during strike due to lay off those o earned leave and women workers on maternity leave not have been considered as absentees. It is emerging as a distinct philosophy of management aiming at policies and promotes mutuality- mutual goals, mutual respects, mutual rewards and mutual responsibilities. The belief is that policies of mutuality will elicit commitment which in turn will yield both better economic performance and greater human resource development. Man power or human resource refers to the The total knowledge, skills, creative abilities, talents and attitudes, values play an important role in deciding the efficiency and 1.Research Scholar, Bhrathidasan University 2.Assistant Professor and Research Advisor PG and Research Dept of Commerce, Rajah Serfoji Govt. College (Autonomous), Thanjavur Vol. No.4, Issue No.1 April- June 2016 Page 1

2 effectiveness of an organizations workforce. The various resources 5 M s Management, Money, Material, Man and Machine are all important in achieving the productivity of an organization. Management means the utilization not only of the physical factors but what is still more important of the people who are working in these factors. Manpower utilization is concerned with efficient use of the organizations existing. Manpower resources at present level of development.there are two methods of assessing manpower utilization. The first method is the manning ratio, which is based on the relationship between the numbers of the people employed in the organization as specified measures of productivity. The second method is the work study in this how the workers spend his carefully observations and recorded. Statement of the Problem Absenteeism is one of the major drawbacks for the organization to run up their business effectively. The rate of absenteeism is considerably increasing Now-a-days. If this level continues to exist for a long time, then the productivity will be lost entirely. Hence the researcher has taken the present study in order to understand the causes of Employee absenteeism. Objectives of the Study To analyze the personal factors for employee s absenteeism in TNSTC at Perambalur. To find out the reason for avoidable and un- avoidable absenteeism. To find out the satisfactory measures of Employees in TNSTC at Perambalur. To offer finding, suggestions and conclusions. Scope of the Study Manpower strengths are very essential to run- up the business with abundant profits. The present study helps to understand the causes for employee absenteeism in TNSTC Perambalur and in turn helps the corporation in this District for successful running of operations in upcoming years. Tools Used For This Study The researcher has collected data both from primary data and secondary data. The primary data has been collected from the sample respondents with the help of a well designed Vol. No.4, Issue No.1 April- June 2016 Page 2

3 questionnaire. The secondary data was collected from the books, articles, records and web resources. Sampling Size Convenience random sampling method is adopted for the study. For this study the scope is limited to 150 labourers chosen at Random. The researcher feels that the non availability of these records has not disturbed the consistency of the discussion through the reports. Limitations of The Study The present study on the employee absenteeism is confined to Perambalur District only. Hence the conclusions derived from the study may not be applicable to similar District. The change of shift also a barrier to the researcher to continue the research. The study has been conducted only among employee category. Review Of Literature Hanumanthappa,K (1972) in his research work, Pricing and Planning of Road Transport with particular reference to Karnataka State Road Transport Corporation, highlighted the structural aspects of Karnataka State Road Transport Corporation such as capital, cost and employment, pricing procedure, investment policy, managerial policy and managerial control. The researcher analysed the problems of economic viability and the potentiality of road transport as a vehicle of regional development. Muchinsky (1997) conducted study in the same field on the basis of literature review on employee absenteeism and concluded employee s withdrawal behavior apart from turnover. Studies examine the psychometric properties of absence measures reviewed, along with the relationship between absenteeism and personal, attitudinal and organizational variables chronic absentees into four categories such as entrepreneurs, status seekers, family oriented and sick and old. Morten Nordberg and Knut Roed says that business cycle improvements yield lower work resumption rates for persons who are absent, and higher release rates for persons who have already resumed work. That absence sometimes represents a health investment, in the sense that longer absence now reduces the subsequent relapse propensity. Vol. No.4, Issue No.1 April- June 2016 Page 3

4 That the work resumption rate increases when sickness benefits are exhausted, but that work- resumptions at this point tend to be short-lived. Ernest B. Akyeampong says Trends and seasonality in Absenteeism. In this paper the author focus on that at which time period the employees are more absent. He says that illness-related absences are highly seasonal, reaching a peak during the winter months (December to February) and a trough during the summer (June to August). The high incidence in winter is likely related to the prevalence of communicable diseases at that time, especially colds and influenza. The low incidence during the summer may be partly because many employees take their vacation during these months. Because of survey design, those who fall ill during vacation will likely report vacation rather than sickness or disability as the main reason for being away from work. Matrocchio and Jimeno (2003), He explains absence constitutes a single day of missed work. Absence constitutes a single day of missed work. Absence occurs whenever a person chooses to allocate time to activities that compete with scheduled work, either to satisfy the waxing and waning of underlying motivational rhythms( Fichman, 1984), or to maximize personal utility (Chelius, 1981). Hanebuth Dirk (2008) Absenteeism is mainly due to workers habit off consuming alcohol, health conditions and indebtness problem. So the workers should realize that they have been employed not only for monetary consideration but also to improve the efficiency of the organization. Employee "Employee" means a person employed by the Corporation but does not include. i) An apprentice or a trainee or a person employed on casual basis ii) A person on deputation with the Corporation or on contract appointment. Management "Management" means the Managing Director or any other office exercising power either delegated by the Board or by the Managing Director. Pay "Pay" means the basic pay drawn monthly by an employee in a time scale of pay fixed in relation to the post held by him., personal pay, special pay and any other remuneration which may be specially classified by the Management. Vol. No.4, Issue No.1 April- June 2016 Page 4

5 Trainee " Trainee" means a person who is under-going pre-employment training as per the provision. Appointments Appointment to any of the posts in any category shall be made i) By direct recruitment ii) By promotion or iii) By transfer. Direct Recruitment All appointments by direct recruitment to any categories of posts included in the managerial cadre, Supervisory Groups, working groups and miscellaneous groups, shall be made through the employment exchange, unless such recruitment otherwise than through employment exchange is permissible under any specific orders of government or such requirement has been waived by government in the case or cases of any individual or individuals. CALCULATION OF ABSENTEEISM RATE: Absenteeism is computed and is expressed in terms of percentages. Absenteeism can be calculated with the help of following formula. Number of man days lost Absenteeism rate = X 100. Number of man days scheduled to work Absenteeism rate can be calculated for different employees and for different time periods like month and year. The frequency rate reflects the incidence of absence and is usually expressed as the number of separate absence in a given period, irrespective of length of absences. The frequency rate represents the average number of absences per worker in as given period. Frequency rate= Total no. of times in which the leave was availed/ Total number of man days scheduled to work x 100. Vol. No.4, Issue No.1 April- June 2016 Page 5

6 Severity Rate: Severity is the average length of time lost per absence and is calculated by using the formula. Severity Rate = Total no. of absent during a period / Total no. of times absent during that period x100. A high severity rate indicates that the employee is absent for longer durations each time. High frequency and severity rates indicate that the employee is absent more frequently and for longer durations each time resulting in high absenteeism over in absolute terms. Findings from The Study It is identified that 38% of respondents were neutral satisfied with the functioning of canteen facilities, the remaining 32 % of the respondent were highly satisfied, 30 per cent of the respondent were satisfied and no respondents have bad and very bad. It is found that 35% of respondents have used two wheelers to reach the corporation, 45% of the respondents were by walk and bus 20% of the respondents were using car as a mode of transport towards the corporation. It will enable the workers to get reduce the absenteeism. It analysed that 56% of respondents have preferred day shift to reduce absenteeism in the organization, 25 per cent of the respondents were prefer general shift and 19 per cent of the respondents were prefer night shift of the shift system. It is learned that majority (96.6%) of the respondents were related that they are satisfied with the present salary structure and a merge (3.4%) percentage of the respondents expressed their opinion as dissatisfied. It is found that majority of 75% of respondents were highly satisfied about the working condition in the organization, 10 per cent of the respondents opinion were good, 9 per cent of the respondents opinion were satisfied 6 per cent of the respondents opinion are neutral towards the working condition in the organization. It is realized that majority of 43% of respondents were highly satisfied about job security, 31 per cent of the respondents were satisfied, 13 percent of the respondents were neutral with this statement, remaining 13 percent were felt good and no one got dissatisfied with security. Vol. No.4, Issue No.1 April- June 2016 Page 6

7 It is focused that 86% of respondents were absenteeism due to health condition; while 14 percent of the respondents were feel normal. It brought out that 65% of respondents were not satisfied about relationship between respondents and their superiors, 20% of the respondents were neutral relationship with superior, 15 % of the respondents were satisfied with the superior relationship. From the analysis it was learned that majority of the respondents were not satisfied with the present relationship maintained in the transport organization. It analysed that 59% of the respondent opinion as good where as 41% of the respondent expressed their displeasure. It point out that 53.9% of the respondent expressed that they have met with an accident during their services and remaining 46.1% of the respondent's opinion that they have not met with an accident. It is noted that (83.6%) of the respondents revealed that they were satisfaction with the present perquisites like allowances, bonus and canteen facilities. On the other hand (16.4%) of the respondents expressed that they are not satisfied. It is concluded that majority of the respondent were satisfied with the present perquisites offered by TNSTC. It is identified that 64.2% of the respondents were not satisfied in the present work load and the remaining 35.8% of the respondent were satisfied with the work load. From the analysis it is found that existing work load was not satisfactory among the selected sample respondents. It is learned from the analysis that majority of the accidents occurred due to other negligence in the duty and 31.6% of the respondents opined as they are sourly responsible for the accidents. These individual highlight the major reason for accident due to high level occupational stress. It is lime lighted that 45.2% of the respondent opinion that the management initiates severe punishment against employees who made the accidents. 45.9% of the respondents expressed the action as fair and the remaining 13.9% of the respondent reveal it to be lenient. From the analysis it is learned that the actions initiated by the management is severe. It causes mere job dissatisfaction which considered as major reason for absenteeism. Vol. No.4, Issue No.1 April- June 2016 Page 7

8 It is witnessed that majority (68.1%) of the respondents expressed their opinion that the grievances are settled properly. 26.2% of the respondent expressed as uncertainly delayed tactile was practiced on the other hand 5.7% of the respondent opinion their grievances are not settled so far. From the analysis it is found that most of the respondents opinioned that the issues were settle promptly. This was found that the major cause for absenteeism. It is noted from the above table that majority (70.2%) of the respondent's have above average progress in their attendance. 29.1% of the respondents attendants progress was average and a 0.7% shown below average in their attendance. From the analysis it is concluded that majority of respondents are having above average remarks in the attendance. It was learned that (57.6%) respondents are attending duty sincerely that absent was due to received award and appreciations. (35.5%) respondents were sincere and avoided loss of pay. (4.3%) of the respondents were attending duty sincerely due to the attitude of the leaders and the merger (2.5%) of the respondents revealed that their attending duty sincerely due to interest. It was identified that 81% of respondents were mean while habit of alcoholism make respondents absent from work. It was confirmed that 73% of respondents were job enrichment reduce absenteeism in the concern. It was found that 81% of respondents were satisfied under first aid appliance Suggestions Employee should be motivated in all manners to avoid the labour absenteeism. Employees should also be highly motivated in all manners and they should not be discouraged at any cost. So that the absenteeism may be reduce any they will work efficiency in the organisation. By introducing medical facilities for employees and employee s family members, by providing proper casual leave facilities, medical leave facility for all local area workers, the absenteeism will be reduced reasonably. Since the Transport Corporation is highly labour oriented and where there is no possibility of direct supervision, there is need for some disciplinary action. But this has to be highly rational. A driver involving in a fatal accident after 25 years of good service and a driver Vol. No.4, Issue No.1 April- June 2016 Page 8

9 who is committing the third fatal accident in 15 years can't be dealt with similarly. And a conductor who is ranging 150% capacity of the bus and normally honest and a conductor carrying 50% of the buses capacity can't be dealt with similarly for similar negligence irregular and biased disciplinary action defeats the very purpose of it. And also the appeal against any punishment should be settled immediately and adequately based on his performance. This will enable the employees who don t make absent in their commitment. Besides, by motivating the employees by way of monetary and non- monetary ways, the company will obtain 100% attendance of the employees in the organisation. Conclusion Absenteeism in simple terms the failure of an employee to report for duty when he is scheduled to work. The study reveals that the working condition such as canteen facilities provided are satisfactory. Almost all the fields in developed countries are recognizing their human resource by and large extent. It is a great blessing to the nation. Majority of the employees being closely associated with every effort of the Transport Corporation. Hence the researcher assured that when the company considers the above suggestion it is no doubt that the company will be bagged with the number of rewards for good services to the people in the country. The company has to take utmost care to reduce absenteeism. The study concluded that the absenteeism is reduced due to job enrichment, the counselling, motivating the workers. Hence the management should take immediate action to solve the personal grievances of the workers and effective superior relationship should be maintained in the organisation for effective functioning of the organisation. REFERENCES Decenzo and Robbins, Human Resource Management, Wiley,6 th Edition, Biswajeet Pattanayak, Human Resource Management, Prentice Hall of India, Eugene McKenna and Nic Beach, Human Resource Management, Pearson Education limited, Mamoria C.B. and Mamoria S., Personnel Management Himalaya Publishing company, Vol. No.4, Issue No.1 April- June 2016 Page 9

10 Stephen P. Robbins, - Organizational Behavior, Prentice Hall of India Private Limited, New education, September L.M. Prasad, Human Resource Management, Himalaya Publishing Company LTD New Delhi. D.R. Radha, Human Resource Management, Prasarnna and Company, Vol. No.4, Issue No.1 April- June 2016 Page 10